Time (change) Zones
Leaders spend much of their time in the future.
Strategic planning, budget forecasting, risk mitigation, leadership development, upcoming events…
This is an essential approach to leading any charity today.
In fact, many leaders find it hard to be present in the present. We’re often so drawn into considering the implications and opportunities of everything that is happening now for what is happening next that we struggle to give our best attention in the moment.
That future focus is mostly a strength, but occasionally a dangerous weakness.
One area where it can be trouble is in the ways we introduce and manage change.
By the time a new plan, policy, or program is announced most leaders have spent weeks, months, or longer processing every conceivable impact it may have on our organization’s impact. Along the way we’ve also worked through any emotions awe feel about it all.
But most of the people on our teams aren’t with us in the future. They spend most of their time in the present (if not the past). And they can only process their response to the change after we’ve shared it with them; when leaders are already two or three issues into the future.
This difference is magnified when the change involves any sense of loss or confusion.
It’s legitimately difficult for many leaders to sincerely slow down enough to understand our people’s need to process the ways our decisions affect them when we’ve figured it all out some time ago. It can be frustrating to feel like we’re having to go backwards.
But healthy leaders know how important it is to meet our people where they’re at. They don’t just pretend to be interested in the way people are making sense of new realities. They interrupt their forays into the future long enough to engage with what is current for their teams.
This requires a certain humility and compassion. It means we recognize that the effects of our decisions may seem minor to us, but much larger to others. And it gives space and time to make it easier for others to catch up at least partway before we go bounding ahead again.
If you’re feeling resistance to a change initiative you’re certain is a good one it may just be that you need to spend a little more time in the now with your people while they process.
Don’t worry, the future will still be waiting when they’re ready to go there with you.
Subscribe to Catalyst Content for monthly insights and opportunities for charity leaders.